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Examining the Direct and Mediating Effect of Organizational Commitment and Work Environment in the Textile Sector of Pakistan Abuzar Wajidi Institute of Development Studies (HANDS) Market Forces College of Management Sciences
Abstract
The textile industry is critical for Pakistan's economy since it significantly contributes to the country's exports. However, most textile units in Pakistan are family-owned businesses, and their operational style is old and conventional. We proposed eleven hypotheses based on the Social Learning Theory and Attraction-Selection-Attrition model, including four mediating ones. We distributed 425 pre-developed questionnaires and received 414 useable responses. We have used Smart-PLS version 3.3 for statistical analysis, including reliability, validity, and discriminant analysis. Our results support all the direct and mediating hypotheses. The results also suggest that in the case of direct hypotheses, the strongest effect was on "the association of employee empowerment and work environment (β=0.523), " and the smallest effect on the association between training and development and organizational commitment (β=0.196). For the indirect hypotheses, the effect size ranges from β=0.094 to β=0.237. This study has focused on the textile sector. There is a need for more studies in other sectors and other cities. Our approach towards the study was limited. It restricted the 1 Corresponding Author: Ume Amen; Volume 16, Issue 2, December 2021 https://doi.org/10.51153/mf.v16i2.524 consequences of work empowerment, working environment, and training and development to organizational citizenship behavior and organizational commitment. Future studies may take a more holistic approach to analyzing the research problem.
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This study aims to examine the relationship between employee engagement, organizational commitment and organizational citizenship behavior. With the help of literature, current study developed two hypotheses regarding employee engagement, organizational commitment and organizational citizenship behavior. Educational sector was selected for the conducting of this study. Structured closed ended questionnaire was used for the collection of data. Using correlation and regression analysis, the study results showed that there is a significant positive relationship between employee engagement and organizational commitment and furthermore confirmed that there is a significant positive relationship between employee engagement and organizational citizenship behavior. This study provided beneficial insights about employee engagement in the education sector of Pakistan. The study concludes by discussing limitations and future research directions.
The main purpose of this article was to investigate the link between human resource training and development, employee commitment and job satisfaction, and the moderation role of the work environment. The quantitative research design was adopted using 212 valid questionnaires that were filled by selected private banks in Addis Ababa, Ethiopia using a convenience sampling technique. To validate the factor structure of the observed variables confirmatory factor analysis was applied and Structural Equation Modeling was used to test the hypothesized relationship. The results showed that training and development positively relate to organizational employee commitment and employee job satisfaction of workforces, while the work environment positively moderates this relationship. This implies that investing in human resource training and development positively affects the employee’s commitment to the organization and enhances their satisfaction. The more the work environment is conducive the better the relationship between the study variables. Finally, the implication, limitations, and future studies were discussed.
Keywords: Training and Development, Commitment, Work Environment. Job Satisfaction
This research was designed to evaluate and analyse the impact of the OCB on high school results, to determine and analysis the effect of the work on the school's results at secondary schools, and to determine and analyse the influence of OCB on school performance in midschools. As an analysis tool, this review uses quantitative methods. Data collection has been done through the distribution of online electronic questionnaires to senior high school teachers in Jakarta. Snowball sampling data set of 150 Senior High School teachers. The results of this study show that the relationship between job satisfaction and school performance is significant, the correlation between organisation's engagement and school performance is relevant, and that the link is significant between organisational citizenship and school performance.
The present study proposes that spiritual leadership is positively associated with organizational citizenship behavior for the environment (OCBE) directly and indirectly, via environmental justice orientation. The study also proposes harmonious environmental passion as a moderator of the relationship between spiritual leadership and OCBE. The proposed relationships were tested using time-lagged survey data from 337 supervisor-employee dyads in 41 Chinese firms. We found that spiritual leadership is positively associated with OCBE, both directly and indirectly, via environmental justice orientation. Interestingly, the results revealed that the direct association of spiritual leadership with OCBE was contingent on harmonious environmental passion. Our findings offer important
implications that can help managers make appropriate interventions to reduce organizations’ carbon footprint.
Purpose of the study: This study aims to apply organizational commitment and job satisfaction as an indicator to stimulate organizational citizenship behaviours. Methodology: The data collected by a questionnaire survey conducted among a group of hotel employees in Baghdad, Iraq. The 200 questionnaires distributed, the researchers received 149, were valid responses. The data were analyzed by AMOS software after ensuring validity, Reliability, and model fit. Main Findings: The results revealed that organizational commitment and job satisfaction play a positive and influential role in changing the organizational citizenship behaviours among hotel employees. Also, organizational commitment has a stronger impact on improving the behaviour of employees than job satisfaction. Research limitations/implications: The study contributes to human resource managers as it reveals the influential role of firms' commitment and job satisfaction on altering staff behaviours towards organizational citizenship. Therefore, it is understood that more variables need to be considered, such as psychological contract and employees' empowerment. Novelty/Originality of this study: The finding can fill the gap in the literature related to this article in the Iraqi setting, where studies about organizational citizenship is not existing in this context.
The aim of the research is to examine the role of practices of human resource management (HRM) such as employees training, learning practices and employee selection on the competitive advantage and also examine the mediating role of employee engagement in pharmacy companies of Thailand. The primary data were gathered through questionnaire from the human resource (HR) managers from the pharmacy companies of Thailand. The results indicated that positive nexus among the practices of HRM such as employees training, learning practices and employee section and competitive advantage. The finding also documented that employee engagement positively mediates the relationship among the practices of HRM such as employees training, learning practices and employee selection and competitive advantage. These results suggested to the regulators that they enhance the best practices of HR that it engage the employees at workplace that improve the competitive advantage of the companies.
This study aims to examine the influence of HRM practices (employees’ empowerment, job security, and employees’ participation) and employees’ satisfaction on intention to leave and the mediating role of employees’ satisfaction from the perspective of faculty members in private universities in Kuwait. The survey questionnaire was gathered from 261 faculty members who were working in four private universities in Kuwait. The study used the software SmartPLS (version 3.2.8) to test the study hypotheses. The findings indicate that HRM practices (employees’ empowerment and job security) and employees’ satisfaction had negative effects on intention to leave, and employees’ satisfaction partially mediated the relationship between HRM practices (employees’ empowerment and job security) and intention to leave. Future studies may include other samples as public universities or other sectors in Kuwait such as the education sector or health care sector.
Despite a voluminous body of research devoted to sprint training, our understanding of the training process leading to world-class sprint performance is limited. The objective of this review is to integrate scientific and best practice literature regarding the training and development of elite sprint performance. Sprint performance is heavily dependent upon genetic traits, and the annual within-athlete performance differences are lower than the typical variation, the smallest worthwhile change and the influence of external conditions such as wind, monitoring methodologies, etc. Still, key underlying determinants (e.g., power, technique and sprint-specific endurance) are trainable. In this review, we describe how well-known training principles (progression, specificity, variation/periodization and individualization) and varying training methods (e.g., sprinting/running, technical training, strength/power, plyometric training) are used in a sprint-training context. Indeed, there is a considerable gap between science and best practice in how training principles and methods are applied. While the vast majority of sprint-related studies are performed on young team-sport athletes and focus on brief sprints with maximal intensity and short recoveries, elite sprinters perform sprinting/running over a broad range of distances and with varying intensity and recovery periods. Within best practice there is a stronger link between choice of training component (i.e., modality, duration, intensity, recovery, session rate) and the intended purpose of the training session compared to the “one-size-fits-all” approach in scientific literature. This review provides a point of departure for scientists and practitioners regarding the training and development of elite sprint performance and can serve as a position statement for outlining state-of-the-art sprint training recommendations and for generation of new hypotheses to be tested in future research.
The purpose of this study was to investigate the impact of compensation, training and development and manager support on commitment level of hotel employees and the moderating role of co-worker support in the service context. The study used a cross-sectional and quantitative mail survey approach. Hotel employees in Malaysia were surveyed, and Partial Least Squares Method, Structural Equation Modelling (PLS-SEM) algorithm and bootstrap techniques were used to measure the relationships between compensation, training and development, manager support and employee commitment and the moderating role of co-worker support on the relationships between compensation, training and development, manager support and employee commitment. The results confirm that co-worker support moderates the relationships between compensation, training and development, manager support and employee commitment level. The findings provide new theoretical knowledge about the moderating effect of the co-worker support and significantly enhance knowledge about employee commitment and loyalty. The research provides notable insights into the role of social and structural bonding in hotel employees’ commitment and loyalty in the service, as well as provides an important implication for segmentation. These results can be used by hospitality managers to gain competitive advantage over its rivals. The study contributes to research on employees’ commitment and loyalty. Introducing the role of co-worker support as a moderator within the context of a hotel industry is new in the services marketing literature.
The main purpose of this research is to investigate the relationship between organizational culture and organizational commitment, in Information Technology (IT) companies in Jordan. A convenience sample was selected from employees working in 24 IT companies in Jordan. A total of 711 questionnaires were distributed among them; 371 were returned, and 342 were valid for statistical analysis, resulting in response rate of 52 percent. Linear regression analysis was also used to test the hypothesis. The results of the analysis indicated that there is a positive and significant relationship between organizational culture and organizational commitment. Based on the results, the research provides several recommendations. IT companies in Jordan should place emphasis on building better culture, in order to achieve higher levels of organizational commitment. The research also suggests that future research should take job satisfaction as a mediator variable of the relationship between organizational culture and organizational commitment.
This study aims to investigate the effect of ethical leadership on employee attitudes (affective commitment and job satisfaction) and to examine the role of psychological empowerment as a potential mediator of these relationships. In total, 467 employees in Chinese public sector completed surveys across three separate waves. Confirmatory factor analysis and structural equation modeling were used to test hypotheses. The paper found a positive relationship between ethical leadership and both employee attitudes and further reveals that psychological empowerment fully mediates the relationship between ethical leadership and affective commitment while partially mediates the relationship between ethical leadership and job satisfaction. Testing of above relationships via a mediated approach is novel and contributes to the research on ethical leadership.
By collecting and analyzing sample from 384 employees in China, this study explored relationship between responsible leadership and organization citizenship behavior for the environment (OCBE) with structural equation model (SEM). The results are as follows: (1) responsible leadership is positively related to organization citizenship behavior for the environment. (2) responsible leadership has positive effects on both autonomous and external environmental motivation. (3) autonomous and external environmental motivation have a multiple-mediate role in the relationship between responsible leadership and organization citizenship behavior for the environment. Finally, this paper discusses the management implications of the research results and the future research direction.
This research aims to determine the effect of organizational leadership behavior and empowerment on job satisfaction of the university teachers. The current study was designed by using the quantitative approach for which the survey research method was used to conduct it. The findings of the study show that organizational leadership behavior and empowerment have a significant effect on job satisfaction among public university teachers in Punjab, Pakistan. In conclusion, the seminar and workshops should be conducted in different areas of the country for the awareness of organization leadership strategies and job satisfaction.
Purpose: Corporate social responsibility (CSR) is increasingly being adopted on a global scale and its importance is rising on multi discipline industry. The main purpose of this study is to investigate the key determinants that drive to CSR in its banking service industry. Design/methodology/approach: This study posits that CSR is mainly influenced by transformational leadership, motivation, and organizational commitment. The data presented in this study were collected from several banks in Sibu Sarawak using quantitative survey questionnaire. A total of 149 respondents from 12 different banks were voluntarily participated in this survey. The SmartPLS (version 3.2.6) was used to assess the model developed based on path modelling and followed by bootstrapping. Findings: Interestingly, the results indicated that transformational leadership and organizational commitment provided statistically significant contributions to the prediction of CSR in banking service industry. Surprisingly, motivation was found no significant relationship with CSR. Research limitations/implications: Several implications of the findings and potential limitations of the study were highlighted. Practical implications: The findings provide substantial body of knowledge that enables the board, CEO, and Chairman of the bank to understand and address the key factors of CSR, and to create a healthy working environment to reach sustainable working environment. Originality/value: This study is one of very few studies which have investigated the managers' understanding towards their employees in perceiving the effects of CSR on employee motivation in the Malaysian, specifically the context of Sarawak.
Objectives:
The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country. This study explored the extent of nurses' organizational commitment and turnover intention in the Philippines. Furthermore, predictors of nurses' organizational commitment and turnover intention were identified.
Methods:
A cross-sectional research design was adopted for this study. Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded (an 83% response rate). Two standardized instruments were used: the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.
Results:
Findings revealed that Philippine nurses were moderately committed (3.13 ± 0.24) to and were undecided (2.42 ± 0.67) whether or not to leave their organization. Nurses' age (P = 0.006), gender, (t = -2.25, P = 0.026), education (t = 2.38, P < 0.001), rank(t = 4.38, P < 0.001), and work experience (t = 2.18, P = 0.031) correlated significantly with organizational commitment, while nurses' age (P = 0.028) and education (t = 1.99, P = 0.048) correlated significantly with turnover intention. An inverse relationship was identified between the organizational commitment and turnover intention (r = -0.22, P = 0.005).
Conclusion:
The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.
The purpose of this study is to test the mediation role of women’s psychological empowerment on the relationship between structural empowerment and employee’s affective commitment. Organizational commitment leads to numerous positive consequences for an organization. So, it is vital to identify those factors which affect the commitment of employees. Previous research has demonstrated strong relationship between structural empowerment and psychological empowerment and commitment but not a single study examines all these in one study in Indian nursing context. In this cross-sectional study, the data were collected from 389 women nurses working in public and private hospitals operating in Punjab by adopting a multi-stage random sampling technique. Results of the study depicted that psychological empowerment mediates all the proposed relationship between different dimensions of structural empowerment and affective commitment. Indian nurses experienced high level of structural empowerment which further leads to high commitment. Results of the present study showed that in order to have a harmonious environment in the organization, it is important to create such an environment which foster psychological empowerment among employees as it has many attitudinal (job satisfaction, organizational commitment, job strain and turnover intension) and behavioural (organizational citizenship behaviour, task performance and innovation) consequences.
Bu çalışmanın amacı; örgütsel politika algısı ile örgütsel bağlılık ilişkisinde
örgütsel güvenin düzenleyici rolünü ortaya çıkarmaktır. Araştırmanın verileri İstanbul
ilindeki devlet ve vakıf üniversitelerinin İktisadi ve İdari Bilimler Fakültelerinde görev
yapan 267 öğretim üyesinden elde edilmiştir ve değişkenler arası ilişkiler korelasyon ve
regresyon analizleri ile incelenmiştir. Çalışma kapsamında örgütsel politika algısı ile
örgütsel bağlılık ilişkisinde örgütsel güvenin düzenleyici rolünü belirlemek amacıyla
hiyerarşik regresyon analizi, değişkenler arasındaki anlamlılık ilişkisinin
belirlenebilmesi amacıyla Pearson korelasyon analizi uygulanmıştır. Veri toplama
araçları olarak örgütsel politika algısı ölçeği, örgütsel güven ölçeği, örgütsel bağlılık
ölçeği ve kişisel veri formu kullanılmıştır. Araştırma sonucunda; akademisyenlerin
örgütsel politika algılarının ve örgütsel güven düzeylerinin, örgütsel bağlılık düzeylerini
etkileyen belirleyici değişkenler olduğu ortaya çıkmıştır. Bu bağlamda yapılan
analizlerin sonucunda söz konusu üç değişken arasında anlamlı ilişkiler olduğu tespit
edilmiştir.
The purpose of this study is; the moderating role of organizational trust in
perception of organizational politics and organizational commitment. The data of the research were obtained from 267 faculty members working in the Faculty of Economics
and Administrative Sciences of state and foundation universities in Istanbul and the
interrelationships between variables were examined by correlation and regression
analysis. Within the scope of the study, hierarchical regression analysis was used to
determine the moderating role of organizational trust in relation to perception of
organizational politics and organizational commitment, Pearson correlation analysis was
applied in order to determine the significance relationship between the variables.
Perception of organizatioanl politics scale, organizational trust scale, organizational
commitment scale and personal data form were used as data collection tools. As a result
of the research; it was observed that the perception of organizational politics and
organizational trust levels of academicians were the determining variables affecting
organizational commitment levels. As a result of the analyzes made in this context, it
has been determined that there are significance relationships between the three
variables.
This study investigated the impact of training and development and supervisors support on employees retention. Furthermore, the current study also investigates the moderating effect of the work environment on the relationship between training and development, supervisors support, and employees’ retention. A survey was undertaken to collect data from 250 faculty members working in public sector universities in Pakistan. PLS path modeling was employed to analyze the data. The results revealed that training and development and the support of the supervisors had a significant relationship with the retention of employees. Similarly, the results also revealed that the work environment moderated the relationship between training and development, supervisors support, and employees’ retention. Finally, the implications, limitations and recommendations for further research were discussed.
Human resources are the most important resources for all types of organizations. Psychological empowerment refers to individual's beliefs in their ability to feel empowered in an organization for better organizational business performance. Although Electrical and Electronics (E & E) industry contributes an excellent business performance in the past two decades, this industry was now facing significant challenges in maintaining the growth of their business performance, and it is necessary for them to move up the value chain. Thus, this study aims to examine the relationship between psychological empowerment and organizational business performance of E & E industry in Malaysia. In this study, psychological empowerment consists four elements namely autonomy, self-efficacy, impact, and meaning. By using self-administered survey, the data were obtained from 287 respondents from E & E companies in Malaysia. The data were then analyzed utilizing Partial Least Square Structural Equation Modelling (PLS-SEM) technique. The findings of this study provide insight into the importance of psychological empowerment in organizational business performance. The findings indicate that, of all those four elements of psychological empowerment, only autonomy, self-efficacy, and meaning have significant influences on the business performance in the E & E industry. Lastly, this study will contribute in term of theoretical, managerial and methodological perspectives, limitations and recommendation for future studies.
This study explores the organizational citizenship and workplace deviance behavior of hotel employees. In particular, it examines the influence of service climate, ethical values, and individual characteristics on such behaviors. The researchers administered a survey to upscale hotels across Taiwan. Of the total of 500 that were distributed, 308 useable questionnaires were returned for a response rate of 61.6%. The results provide evidence of a link between individual characteristics both organizational citizenship and workplace deviant behaviors. Service climate and ethical value were identified as antecedents of both positive and negative employee behaviors. The study indicates that both organizational factors and individual characteristics play a critical role in shaping the organizational citizenship and workplace deviance behaviors of hospitality employees. This diagnosis offers insights for hospitality firms when determining potential actions that may enhance the job performance of employees.
Building on Meynhardt’s public value concept, which has been developed to make transparent an organization’s contributions to the common good, we investigate the influence of organizational common good practices in the perceptions of employees (measured as public value) on employees’ work attitudes and life satisfaction. The proposed model is tested on a sample of 1045 Swiss employees taken from the 2015 Swiss Public Value Atlas data-set. Study findings reveal that organizational public value is positively related to employee life satisfaction, and that this relationship is partially mediated by work engagement and organizational citizenship behavior. Further, we show that employee common good orientations strengthen the positive impact of organizational public value on employee work engagement and organizational citizenship behavior. Results also provide evidence that the indirect effects of organizational public value on employee life satisfaction via work engagement and organizational citizenship behavior are stronger at higher employee common good orientation levels.
This paper attempts to identify the antecedents of organizational citizenship behavior (OCB) in the hospitality industry and to determine their causal relationships. As a case study, experts with key positions in top hotels and restaurants in Cebu, Philippines were asked to identify the OCB antecedents they observe and experience in practice. Using fuzzy DEMATEL to understand the causal relationships with imprecise information, organizational commitment emerged as the most prominent antecedent with the highest number of impact, both given and received. Furthermore, human resource practices appeared as the most influential antecedent, which showed a higher degree of causality to the other antecedents. Finally, job satisfaction and employee engagement have the highest number of impacts received which means that they are more dependent on other antecedents in the list. These findings may serve as guidelines in making resource allocation decisions, employee performance evaluation and human resource strategy formulation, among others.
The purpose of this paper is to analyze the impact of compensation, supervisor support, training and development on organizational commitment with moderating role of Islamic work ethics. 250 respondents from convenience sampling have been used in data collection by self-administered questionnaire. The study model is helpful in the measurement of relationships of these variables through regression and correlation techniques. The findings revealed that training & development, compensation and supervisor support have a positive significant impact on organizational commitment. Additionally study also found that Islamic work ethics have an impact on organizational commitment including its dimensions like normative, affective and continuance commitment.
We examined the mediating role of empowerment in the associations among centralization, formalization, and employee innovative behavior in organizations. Respondents were 750 highly skilled full-time employees of manufacturing organizations in the Republic of Korea who completed a self-administered survey. Structural equation modeling was used to evaluate the hypotheses of our study. The findings demonstrated that centralization and formalization were negatively related with empowerment. Empowerment was positively associated with employee innovative behavior, and played a mediating role among centralization, formalization, and innovative behavior. We recommend that managers of organizations establish self-managed teams that are able to make decisions autonomously, and that managers use a less formalized organizational structure to enhance employee empowerment.
This article responds to recent calls for research examining the mechanisms through which talent management affects talented employee outcomes. Drawing insights from attraction–selection–attrition and ability, motivation and opportunity theories, the article examines one such mechanism, person–job fit, through which talent management influences talented employees’ affective commitment and quit intentions in parastatal institutions in Ghana. A sample of 232 talent pool members was used to test a partial mediation model using structural equation modelling. Our findings suggest that talent management has not only a direct effect, but also an indirect effect, on talented employee outcomes of affective commitment and quit intention via person–job fit. Implications of these finding are discussed.
Points for practitioners
Human resource practitioners can attempt to increase affective commitment and reduce quit intentions by seeking to match job tasks with talented employees’ knowledge, skills and abilities while, at the same time, addressing their needs by the supplies that emanate from their jobs using talent management practices. Human resource professionals can choose to assess the person–job fit of talented employees during the pre-selection phase to their talent pool. Human resource practitioners can achieve the person–job fit of current talent pool members by using job design and career planning, as well as career progression. For human resource professionals concerned with the retention of talented employees and increasing their commitment, attention to creating person–job fit through talent management practices may be useful in reducing employee intentions to leave and maintaining high commitment.
Based on analyzing to some previous research, this study is developed by using constructs to explain how the dimension of corporate culture impacts employees commitment. This study uses examination model based on the literature reviews of previous research and then the hypotheses were be expended as a methodology. The result of the study shows that the employee commitment to organization can be improved through corporate culture that consists of teamwork, communication, training development and reward-recognition. To maintain efficiency, effectivity and organization productivity could be conducted by optimizing employee commitment to organization by creating and implementing corporate culture consistently. The concept of employee commitment to organization is described with causal relation toward corporate culture which is decomposed into the dimension of teamwork, communication, training development and reward-recognition.
Organization need to develop its human resources in a way that can build the high level of organizational citizenship behaviour (OCB). Job satisfaction and organizational commitment can became an important factor which affecting OCB. The aim of this study is to identify the mediating role of organizational commitment in the relationship between job satisfaction and OCB. The samples were derived from a survey using 39 items questionnaire distributed to the 320 employees of a state-owned banking in Bandung, Indonesia. All respondents hold positions in marketing and small business market. The bootstrap confidence interval used to measure the mediation. The result revealed that there was a direct and indirect effect in the relation between job satisfaction and OCB. Since the interval did not contain zero in the equation, then the research found these relations was mediated by organizational commitment. Organizational commitment indeed contributes as mediator in the effect of job satisfaction on OCB.
The study is specifically aimed to explore individual and joint effect of human resource management (HRM) practices on organizational citizenship behaviour (OCB) among Sudanese banking staff questionnaires were distributed to 298 respondents to three banks called Sudanese French Bank, Saudi Sudanese Bank and National Bank of Abu Dhabi. Pearson correlation analysis was used to investigate the relationship between various HRM practices and OCB while multiple regression analysis was used to find out the joint effect of various HRM practices against OCB. It was found that all HRM practices used in this study have positive effects on OCB. Some practices have a weaker effect in comparison to other practices against OCB whereas some practices show a strong correlation with OCB. Overall, the results of this research have been discussed and the recommendations for organizations have been suggested at the end of the study.
Current study attempted to assess that how employees’ performance can be increased in banking sector. So current study tried to test that how transformational leadership directly affect the employees' performance, furthermore it assesses how employees’ empowerment affects the employees' performance. Additionally, current study also checked the mediating role played by the employees' empowerment between relationship of transformational leadership with employees’ performance. For answering these questions and keeping the objectives of study Pakistan banking sector was targeted. Sample was selected through simple random sampling, as bank record regarding employees’ list made it easy for researchers. Total 240 questionnaires were distributed, 223 usable questionnaires were utilized in model assessment and testing the hypothesis. At first data screening was executed through SPSS25, and model was assessed and hypothesis were tested through Smart PLS third generation by using structural equation modeling (PLS-SEM). For measurement model PLS algorithm was used and for structural model assessment bootstrapping was used. Findings of current study shows the positive significant effect of transformational leadership towards employees’ performance, and towards employees’ empowerment. Employees’ empowerment also shown positive significant effect on employees’ performance. Beside, employees’ empowerment significantly mediated the relationship between transformational leadership and employees’ performance. Current study contributed theoretically in light of Social exchange theory, and contributed towards body of knowledge.
The value of human capital can easily be increased with the help of training & development because investment made on personnel is very helpful for the success of the firms in the current competitive era to increase retention and commitment level of staff. The major objective of this study is to examine the role of training & development on employee retention and organizational commitment in the banking sector of Pakistan. The population of the study consists of major eight banks of Pakistan including Islamic, foreign, public and private banks. The sequential exploratory design was followed where qualitative and quantitative data collection methods were used. Purposive sampling was used for the interview while for questionnaire multistage sampling was used. The finding of the study clearly indicates that training & developments have significant affiliation and effect on employee retention and commitment. The training & development play a very vital role in employee career growth, compensation, skills enhancement and capacity building to provide quality services to the clients to achieve organizational objectives.
Global human resource managers need to understand which personality characteristics contribute to leadership effectiveness in different cultures for both selection and training purposes. This meta-analysis demonstrates that leaders’ emotional intelligence (EI) demonstrates incremental validity and relative weight in predicting subordinates’ task performance and organizational citizenship behavior (OCB) after controlling for the Big Five and cognitive ability. The relationship between leaders’ EI and subordinates’ task performance is stronger in collectivistic, feminine, and high uncertainty avoidance cultures. The relationship between leaders’ EI and subordinates’ OCB is stronger in high power distance, collectivistic, feminine, high uncertainty avoidance, long-term oriented, and restraint cultures.
Purpose
The purpose of this paper is to clarify the relationship between ethical leadership and employee organizational citizenship behavior (OCB), specifically the mechanisms through which ethical leadership impacts employee OCB, and the moderating role of workplace ostracism.
Design/methodology/approach
The study used the survey-based dyad data collected from middle management team members and their immediate subordinates in Chinese companies. Multiple regression analysis was used to test the research hypothesis.
Findings
The empirical findings indicate that ethical leadership positively influences employee OCB. Organizational commitment mediates the relationship between ethical leadership and employee OCB. Furthermore, the effect of ethical leadership on employee OCB directly and indirectly (via organizational commitment) is moderated by workplace ostracism.
Originality/value
This paper adds to knowledge about the relationship between ethical leadership and employee OCB and contributes to better understand workplace ostracism.
This study investigates how the characteristics of temporary organizations affect an employee’s commitment to the temporary organization, and more precisely, whether the respective effect is similar or opposite to that in permanent organizations. We examine job-related and organizational antecedents of organization commitment, and test to what extent their effects differ in the context of temporary organizations using a data set of more than 600 professionals. Further, we find that an employee’s work-life conflict has a mediating role on these relationships. Our study contributes to research by simultaneously considering several antecedents and how their effects may differ between permanent and temporary organizations.
Affective team and organizational commitment are among the most important employee attachments in the workplace. While past research has focused on identifying the differential relationships of these commitments with relevant workplace outcomes, the present study examines their additive and interactive effects based on a multi-foci research framework. Drawing on consistency and optimal distinctiveness theory, we predicted that team and organizational commitment add to and enhance each other's target-specific effects on team- and organization-directed citizenship behavior, efficacy beliefs, and turnover intentions. Furthermore, taking a person-centered perspective, we tested the hypothesis that dually committed employees score higher on the chosen outcomes than employees with unilateral commitments (to the team and the organization). Results from a survey study (n = 1362) confirmed our hypotheses for citizenship behavior. With regard to efficacy beliefs and turnover intentions, however, compensatory interactions were observed and dually committed employees scored higher on the team-directed outcome components. The theoretical and practical implications of these findings are discussed.
Social enterprises, as a typical type of hybrid-identity organization, face identification tensions among members, arising from the divergent identities. Prior research has focused on how hybrid identities can be managed at the organizational level. However, the process through which identification emerges in hybrid-identity social enterprises remains relatively unexplored. This study addresses these gaps and aims to contribute to identity and identification theory. This research has taken a qualitative (case study) approach, with in-depth interviews and archival data from nine social enterprises in Taiwan. Our findings reveal three different types of responses to hybrid identities of social enterprises: synthesis, integration, and deletion. It is observed that different hybrid identities management and organizational identification management practices will lead to members’ identification and dis-identification. This research proposes an attraction-selection-socialization model, suggesting that, to foster identification, social enterprises need to manage their hybrid organizational identities and embed the new common identity into members’ daily work through attraction, selection, and socialization processes.
Various scholars have identified commitment as one of the major contributors of workplace productivity.Commitment provides the interest and morale for handling tasks which results in organisation progress and growth.Commitment is perceived as either continuance, normative, or continuance commitment. The three commitmentcategories are fundamental, and academics have established empowerment as a fundamental tool for developingworkplace commitment. Significantly, empowerment is categorized as either psychological or structural.Psychological empowerment is purported to increase the commitment levels in institutions. Basically, psychologicalempowerment is concerned more with personnel experience and their responsibilities in the organization rather thanfocusing on managerial activities. This study, therefore, establishes the validity of psychological empowerment inimproving the commitment levels among institutions.The study sampled 100 employees from varied departments in King Saudi University. The participants weredistributed in accordance with their working experience; twenty of the respondents had worked for between 11 and 15years, thirty had a working experience of 6-10 years, and the majority (50) had worked for less than five years. Thelevel of psychological empowerment (PE) and the corresponding organization commitment (OC) was measuredthrough a survey questionnaire. In both questionnaires, the items were measured in 7-point Likert- type, with theleast value being 1 (strongly disagree) and the highest 7 (strongly agree). The results of the study indicated that thatthe average of psychological empowerment and the five dimensions relating to it with organization commitmentwere on the higher side. Notably, organization commitment relied heavily on the level of autonomy given to theemployee in decision making at the workplace.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
Talent Management (TM) has become one of the key strategic issues for leaders in global organizations and the majority of research on TM focuses on the large multinational enterprise (MNE) context. Despite the importance of small and medium-sized enterprises (SMEs), research in the area of talent management in this context is scarce, particularly conceptual research. This paper tries to address this gap by a) providing a theoretical rationale for the difference between large and SME firms in their talent management and human resource practices; b) exploring the applicability of the notion of talent management conceptualised in large firms to the SME context. c) Proposing a framework that helps identify the characteristics of talent in SMEs. We are critical of the best practices approach and we argue that the notion of talent management is likely to be different in SMEs compared with large firms mainly due to distinct institutional and structural factors.
Meyer and Allen hold that organizational commitment is a multidimensional construct comprising three components: affective, continuance and normative. This study focuses on establishing construct validity (convergent and discriminant validity) and internal reliability by applying Allen and Meyer's organizational commitment scale among Malaysian academic librarians. Altogether 17 items comprising the measures for both affective and continuance commitment were incorporated in the questionnaire. The survey was administered on 222 academic librarians from all the nine university libraries in West Malaysia. Findings were based on the responses from 139 usable questionnaires. The findings revealed the two measures to be distinguishable from one another i.e. the measures exhibited convergent as well as discriminant validity. The findings demonstrate that Allen and Meyer's Organizational Commitment measures are applicable to librarians in general and to academic librarians specifically.
This study investigates the relationship between perceived value congruence and behavioral sup-port for organizational change. Value congruence is defined as the similarity between a person's val-ues and those of the organization, similar to the notion of person-culture fit. The role of value congruence and its importance to organizational change is discussed. Survey results from 211 working MBA students and 95 employees in a non-profit agency indicate that value congruence is associated with behavioral support for organi-zational change. However, results found that some but not all types of value congruence were significant. Implications for theory and practice, and directions for future research are also presented.